This is an emotive subject and is some situations it is an event that occurs rather than a mistake. How you deal with these situations, however, can lead to the mistake.
Broadly speaking there are three scenarios:
- Problems outside of the work environment that cause the performance of the team member’s work to suffer
- Square peg in a round hole - good team member, but wrong role
- Inexperienced team members
When a team member is having problems outside of the workplace, he or she may not be aware their work is suffering. The important thing is, particularly if they are a valuable employee, to be on their side and offer as much help as possible. However, you need to wear two hats, the other one protecting the development. If it’s suffering you must make changes to protect it. You may need to temporarily relieve the team member of his work load and sometimes allowing him or her to concentrate on the problems outside work will bring these to a speedy conclusion. Don’t allow yourself to be exploited though. A friend of mine has a saying “We bend over backwards for our customers and staff, but never forwards”.
I’ve worked with enthusiastic, keen people in the past, but in a job that’s totally unsuitable for them. This creates stress for them and causes resentment in other team members. My advice is to move them to a role they are suited for within the team or company and if that’s not possible help them find a suitable position elsewhere. Again, even when dismissing someone be on their side as much as possible.
Inexperienced team members that don’t fall into the above category, and are smart and can get things done simply need training, experience and/or nurturing. Bringing inexperienced people into a team can have a detrimental effect and should only be done when the development schedule allows sufficient time for all involved. Bringing them in at the wrong time demoralises both the “trainee” and the existing team members as they won’t be able to give sufficient time generating a sense of inadequacy in the trainee and resentment or guilt on existing team members. Projects with tight deadlines you need to add only highly experienced people, who can be productive almost immediately. Training people is ultimately good for your team and company; the individual being trained will, generally, return the “favour” with extended loyalty and the existing team members involved will grow with the experience. However, it must be planned and budgeted.
I’ve assumed that there are no employment laws to follow, simply because there may be laws in one country that don’t apply in another. You must follow the appropriate procedure before terminating their employment.
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